Readiness for change

We help you get committed co-workers ready for change and development.

All companies and businesses need to evolve in order to succeed. We need to constantly adapt to change in the world around us, to remain competitive.

At the same time, research shows that more than 70% of all change initiatives fail and that a large part of this is due to resistance from people working in the company. Do you recognize this? Do you have some good initiatives, just waiting to be implemented in your company?

Let’s start making important improvements today!

In the short term, the goal is to create a readiness for change, right now. We have seen that many co-workers from our client side start to take action immediately. Often on the very same day that they have received insight into what needs to be done.

The capacity for change is strengthened and the pace of change increases

At the same time, we are developing a good platform for long-term change. We create a long term goal and consensus on what needs to be achieved in the long run. Due to our method being a good framework for all change, it increases the readiness for change for everyone involved. This makes it easier to implement more change initiatives both now and in the future. New success becomes well-known, and it builds confidence so that improvements can be made. Which creates even more momentum going forward. So, the long-term benefits are:
  • Stronger self-leadership
  • Higher pace of change
  • Your business becomes more competitive

Readiness for change – The Hubbster Method

In our strive to create Readiness for change, we use the proven model “road to commitment”, by Roland Loup and Ron Koller. Based on their model, we have developed a methodology that improves companies’ change efforts, both people’s willingness to change and the implementation rate of activities. We begin with a business meeting with the responsible manager from your company or the parts of the organization that are facing changes. At this meeting, we clarify the company’s current situation, objectives, and critical success factors. The work is then carried out in workshops. First, a workshop with the management team and then with the people in the organization. This workshop consists of three parts:
  1. The workshop begins by clarifying the change and why it needs to be made. Everyone is asked to work on two scenarios “What happens if we don’t change? ” versus “What happens if we change?” In this way we build a good and a bad scenario. During this exercise we create both insight and willingness to change.
  2. The next part of the workshop is about building trust. Getting participants to believe that the change required is possible to achieve. We do this by agreeing on a maximum of five improvement initiatives to start working on.
  3. We call the third part ‘Committed action’. Here, improvement initiatives are made concrete, and responsibilities and timetables are made clear. In addition, each person gets to choose one thing that they want to do and can do the same day or within a week’s time.
In some companies there are many people involved in implementing change and therefore our workshop needs to be held several times (so that the group participating in each workshop does not become too large). To make this process as effective as possible, it may be a good idea to complement with the education “train the trainer”.  It can also be of value to use a smart and simple tool for the actual implementation of the change, especially in larger, more complex organizations. If you’d like more support during your co-worker-driven change process, we’d be happy to tell you about Hubbster Activate. Delivered value
  • Increased insight and willingness to change
  • Consensus on what needs to be done
  • Confidence that the changes will succeed
  • One change activity for everyone to do at once
  • A list of prioritized change activities
  • A platform for continuous change
  • Self-leadership
Want to learn more? Book a meeting with one of our senior consultants!
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Our method

Hubbster always works with BPL, “Best Possible Line-up”, which means that we allocate the senior consultant or consultants who have the most and experience of you and your challenges. In the work with Readiness for change design, we use proven methodology based on the “road to commitment” method developed by Roland Loup and Ron Koller.

Envac is an innovative organization with strong employee influence as part of our Swedish heritage. We are constantly looking for ways to improve ourselves. Hubbster's tools support us in this work.

Patrick Haraldsson, President, Region Envac North Europe

Want to talk to a readiness for change specialist?

Stina Hedin works as a senior business consultant and has several years of experience in change management, process optimization and lean with successful results. She is a specialist in readiness for change.
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